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| DESCRIPTION | |
| When it's lacking: - The respect level varies widely throughout the organization. - Rules and policies have a patronizing tone. - Employees are often told what to do -- instead of being free to figure things out for themselves. |
When it's thriving: + Employees show respect for one another regardless of rank and title. + When decisions are made, there's a thoughtful assessment of how each option may affect people. + People are treated like adults. + The golden rule is an implicit working principle throughout the organization. |
| EXAMPLES |
| It's not the dirt or the broken furniture that gets to Larry. It's not even the messy
kids or the gum stuck beneath the desks. What really bothers this long-time school
custodian is the teachers. "Theyíre adults with Ph.D.s!" he remarks, yet
they ignore easy-to-correct problems that crop up throughout the day. And when Larry
shows up for work at 3 p.m., the little problems have suddenly turned into major
disasters. " It's all about respect," he says. "If they respected
me and what I did, they would take that minute or two to fix the problems."
He cites one example: a clogged sink. "Sometimes a sink is full of crumpled
up paper towel. You can fix it in five seconds. But a teacher will see it and think,
'We'll leave it for Larry to handle.' Then when I come in at 3 o'clock, there's an
inch of water covering the restroom floor. Again, it all gets back to respect." "I love where I work," says Lorna, a finisher at a ceramics plant. "There's just a lot of trust here -- that's what makes it so great." When she worked there 10 years ago, her feelings couldn't have been more different. A rule-obsessive company owner kept employees on constant guard. "From the moment we punched in to when we punched out, we feared that guy," she says. "He treated us like machines." The lack of respect set a nasty tone for the workplace, and the culture became one where people looked out strictly for themselves. When the company was sold five years ago, things changed -- dramatically. Lorna: "We knew it would get better when the new owner had the time clock removed. From the very first day, he showed that he trusted us, and he treated us with respect. And we gave all that trust and respect right back." |
| ACTION IDEAS |
| (Respect is truly an inside-out proposition. If you want to boost the organization's
collective respect level, the best place to start is with yourself.) Be a stand-out example of respect in action. Pay special attention to how you interact with people whose roles in the organization tend to be less valued than your own. Others will be watching -- and following your lead. Apply a "zero-tolerance" policy to disrespect. If you're involved in situations where respect is sorely lacking, diplomatically state what you see, why you think it's wrong, and why a respectful approach would benefit everyone. Whatever you do, avoid compromising your respect ethic simply to get along. The next time you make a decision, give fuller thought to who might be affected. Ask for their input, listen closely to their comments, and make a sincere effort to shape the decision accordingly. Spend a day trying out someone else's job. We can learn plenty by walking in other people's work shoes. Your respect for other roles will grow by leaps and bounds. |
| Copyright 1998-2002 by Tom Terez and Tom Terez Workplace Solutions, Inc. P.O. Box 21444, Columbus, Ohio USA 43221-0444. Tel. 614-571-9529..mail@BetterWorkplaceNow.com HOME | 10-Minute Briefing | Free Online Tools | Insight and Inspiration | Laugh and Learn | Buzzword Bingo | Kits, Books, and Tools | Keynotes and Services | Meet Tom Terez | Tell a Friend | Bronze Access |
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